Sector & role
Work Permit requirements differ across construction, manufacturing, marine shipyard, process and services. Identify the applicable business activity and occupation.
Work Permit · Singapore
The people behind
your daily operations.
Start with your business sector, the job and the candidate. Build a clear Work Permit plan around the requirements that apply.
Discuss Work Permit support
PEOPLE WHO KEEP BUSINESS MOVINGBefore applying
Three checks to make first.
Candidate eligibility
Approved source countries or regions and other conditions depend on the sector and role. Check the specific route before committing to a hire.
Quota & employer duties
Quota and levy apply. Review insurance, accommodation and any applicable security bond, medical or onboarding requirements.
Application arrangements
The employer or an appointed employment agent applies. Agree the documentation, service scope and next steps before submission.
Official guidance · reviewed 30 October 2026
MOM: Work Permit key facts MOM: sector-specific requirements
MOM: Work Permit key facts MOM: sector-specific requirements
Plan by sector
The same permit.
Different requirements.
Services
Check the company’s declared activity, available quota, permitted source country and occupation. Food-service, retail and other service roles may have distinct licensing or occupation conditions.
A permitted source country does not make every occupation eligible. Review MOM’s current sector rules before offering employment.
From planning to issuance
Organise the journey
before the start date.
01
Assess
Review sector, occupation, source country, candidate eligibility and available quota.
02
Prepare
Agree the job terms and organise company and worker records, including the required consent.
03
Apply
Coordinate the application and respond to requests. Check the IPA instructions if approved.
04
Get ready
Plan the applicable insurance, bond, housing, medical, training and issuance steps.
The preparation brief
What to bring to
our first discussion.
- Your company’s business activity, intended role and number of workers.
- Current workforce and quota information, with relevant business licences where applicable.
- Candidate nationality, passport validity, experience and existing pass status.
- Proposed salary, duties, working arrangements and intended start date.
- For renewals: pass expiry, passport, insurance and other relevant records.
- For arrival planning: the applicable housing, medical and onboarding arrangements.
Share sensitive identity documents only through an agreed channel. The detailed checklist depends on the sector and case.
Frequently asked questions
Know the route
before you commit.
How is a Work Permit different from an Employment Pass?
Work Permits are tied to approved sectors, source countries or regions and occupations, with quota and levy requirements. Employment Pass applications follow a separate salary and eligibility framework. The actual role and candidate determine the relevant route.
Can a Work Permit holder sponsor a family pass?
Work Permits do not provide dependant passes. Eligible Employment Pass and S Pass holders follow separate family-pass rules.
Can you help with renewals?
Enquire about renewal support before expiry. The employer must recheck eligibility and the relevant quota, passport, insurance, bond and other requirements.
Does application approval mean the worker can start immediately?
Do not assume so. Follow the approval and issuance instructions and complete the applicable prerequisites before the worker starts employment.
What will the engagement cost?
Ask for a written quotation separating professional fees from MOM charges, levy, insurance, bond premiums, medical checks, courses and any other applicable costs. Confirm which items are included before proceeding.
Can we engage you after choosing a candidate?
Yes. Tell us whether you need recruitment, application preparation or coordination of particular steps. We will discuss the support required and separate it from services you already have in place.
What should the employer check before offering a role?
Confirm the company’s business activity, the actual duties and the applicable hiring requirements. Discuss quota, source-country and sector conditions using the current MOM guidance.
Are insurance, travel and other costs included?
Ask for an itemised quotation. These costs are not automatically included in an agency service fee, and the party responsible for each arrangement should be clear.
Tell us the role.
Let’s work through the route.
Start an enquiry Prepare your industry, position, headcount, proposed salary and candidate details for the initial discussion. MOM determines application outcomes.